...Communication Climate and Organizational Performances: A Comparison Studies Between Two Public Organizations. Rosli Mohammed Faculty of Communication and Modern Languages University Utara Malaysia Adnan Hussein School of Communication University Science Malaysia Introduction: Organization, whether it is a profit making or a public service organization needs to create a climate which would facilitate effective communication in organizing job related activities. One of the important aspects of organizing is the ability to communicate the roles, expectation, goals and vision of the organizations. Some studies indicate that managers spend from 62 % up to 89 % of their time engaged in communication, much of the time spend is through face to face communication interactions. Results also showed that time spent by managers communicating with peers, superiors, and subordinates ae more frequent compare to other task requirement. Normally, the objectives of communication is to informs and educate employees at all level in the company’s strategy and motivates employees to support the strategy and organizational performance goals.As most management scholars see, in the working world, interaction skills are typically viewed as necessary to helps work groups or employee’s accomplish goals and objectives (Henderson, 1987; D’ Aprix, 1982) The continuing assumption is that the better the interactions skills...
Words: 3731 - Pages: 15
...Relating Employee Engagement and HRD Climate: A Challenge for HR Professionals Abstract: In today’s competitive world, it has become imperative for organizations to nurture, develop and engage talent in the best possible manner. Employee engagement can be defined as the degree to which a person is emotionally attached with the organization. Employee engagement is strongly related to business outcomes. Greater the employee engagement; greater is the productivity of the organization. Hence, management consultants and practitioners are putting enormous efforts to augment the employee engagement among their employees. Also, a relationship exists between HRD climate and job satisfaction, organizational commitment and many other factors which ultimately results in engagement of employees in their work. The purpose of the study was to measure the employee engagement level and to study the relationship between employee engagement and HRD climate and impact of HRD climate on employee engagement in one of the leading digital e-commerce company in National Capital Region (NCR). OCTAPACE profile (Pareek, 2003) was used to measure the HRD climate. OCTAPACE measures eight dimensions of HRD climate viz. openness, collaboration, trust, pro-action, autonomy, authenticity, confrontation and experimentation. The study was conducted on 108 respondents. Data was analyzed using correlation and regression analysis in SPSS. The various dimensions of HRD climate were observed individually and reults...
Words: 3576 - Pages: 15
...for teamwork and forming positive working relationships between the health care team and their patients. Trust in health care is an important interpersonal skill and the cornerstone of effective doctor-patient relationships. “The need for interpersonal trust relates to the vulnerability associated with being ill. Without trust patients may well not access services at all, let alone disclose all medically relevant information” (Rowe & Calnan, 2006, p4). Trust is also an important interpersonal element in effective healthcare team development. A supportive climate encourages open, honest, and constructive interactions among informal conversations and formal conversations. While a defensive climate leads to competitive or even destructive conflict. According to Dr. Jack Gibb, who was a distinguished psychologist and a consultant for various organizations for five decades, there are six dimensions of behavior. Each dimension has an opposite or polar end. One side of the dimension creates a defensive climate, while the opposite side creates a supportive climate. The six poles for supportive dimensions and its polar opposite are description versus evaluation, problem orientation versus control, spontaneity versus strategy, empathy versus neutrality, equality versus superiority, and provisionalism versus certainty. “All of the dimensions supportive and defensive climates are valid factors in determining the...
Words: 923 - Pages: 4
...effective communication include creating a common perception, changing behaviors and acquiring information (Brown, 2011). In the information age, we have to send, receive, and process huge numbers of messages every day and with effective communication it is more than just exchanging information. Effective communication requires you to also understand the emotion behind the information. Why is the person sending the message? What is the reason behind the message? It can improve relationships at home, work, and in social situations by deepening your connections to others and improving teamwork, decision-making, caring, and problem solving. It enables you to communicate even negative or difficult messages without creating conflict or destroying trust. Trust is one thing that should not be broken due to the lack of communication skills, but it happens more often than normal. Effective communication combines a set of skills including nonverbal communication, attentive listening, the ability to manage stress in the moment, and the capacity to recognize and understand your own emotions and those of the person you’re...
Words: 1391 - Pages: 6
...ABSTRACT Evidence is presented to support that organizational performance can be enhanced through ethical leadership. An ethical corporate culture has been associated with trust, commitment to quality, customer satisfaction, employee commitment, and financial performance. There is an opportunity for managers to take a proactive approach to incorporating ethical concerns into strategic planning. In addition, there has been public policy support for top management to be responsible for organizational ethics. Academic researchers can assist by investigating the relationship between ethical leadership and organizational performance variables. The Role of Ethical Leadership in Organizational Performance There is increasing support that it is good business for an organization to be ethical and that ethical cultures emerge from strong leadership. The rewards to organizations supporting ethical cultures include increased efficiency in daily operations and decision making, employee commitment, product quality improvements, customer loyalty, and improved financial performance (Ferrell, Maignan, and Loe 1999). Three different approaches are used by companies to implement ethics initiatives. Through compliance an organization can use internal controls to gain ethical conformity. Organizations may use ethics in public relations to enhance their reputation and gain extra media attention. A third, more committed approach involves using a value-based philosophy...
Words: 6120 - Pages: 25
...development of authentic leader–member relationships in unconstrained settings is that followers and leaders will be most likely to form trusting and close relationships with persons who see them as they see themselves, i.e.—persons who see their true selves. Moreover, when ought selves serve as the source of commensurability, the follower will conclude the leader bhas the same standards as meQ (Robins & Boldero, 2003, p. 64), producing interpersonal feelings of justification. Finally, when the ideal selves serve as the source of commensurability, the follower will conclude that the leader bhas the same ideals and aspirations as meQ (p. 64) and experience feelings of cooperation and alliance. Thus, the highest levels of interpersonal trust, intimacy, cooperation, and goal alignment will be achieved when the follower and leader have congruent actual, ought and ideal selves. We believe such high levels of consistent commensurability are especially conducive to the formation of authentic leader–follower relationships, as both parties share similar ought and ideal selves, and accurately present and perceive their actual selves. Particularly relevant to our focus on follower self-regulation are instances where ought and ideal selves of relational partners are congruent, but their actual selves are discrepant. Robins & Boldero (2003) assert that this is the combination of actual selves and self-guides that is most likely to cause the partners to assume leader and follower...
Words: 3391 - Pages: 14
...Communication In My Workplace The Effects of the Communication Climate and Strategies to Obtain Feedback on Employee Ethics and Morale David Gilley Thomas Edison State College Managerial Communications/Man-373-OL012 June 9, 2012 Professor Lampman COMMUNICATION IN MY WORKPLACE 2 Abstract The purpose of this paper is to evaluate my current workplace in the light of the theories and characteristics of managerial communication that I am currently studying, and to identify and illustrate two characteristics of communication that I have observed first-hand. I have chosen the communication climate, and the importance of feedback and measures of effectiveness as the topic of my paper. I intend to show the current problems which are rooted in ineffective communication, and apply the most effective theories of managerial communication. I will discuss a top-down communications strategy for management, as well as some ways that employee initiative can improve the situation. COMMUNICATION IN MY WORKPLACE 3 The Effects of the Communication Climate and Strategies to Obtain Feedback Upon applying strategic analysis to my workplace, a group of clinics owned by a mid- sized community hospital, I have identified two characteristics of communication which need to be improved. A focus on improving these characteristics only would create a more productive work environment, which is the main goal of management, but would also...
Words: 1453 - Pages: 6
...Effective HR systems: The impact of organizational climate and organizational strategy on strategic behaviour Industrial and Organizational Psychology Bachelor Thesis Student: Ludwig Fritzsch 0095605 Docents: Prof. Dr. Karin Sanders Drs. Ivy Goedegebure University of Twente Enschede, 30th of July 2009 Preface Within my bachelor education in industrial and organizational psychology at the University of Twente, I conducted this research and immersed myself into relevant scientific literature to build a theoretic basis for my topic, the impact of organizational strategy and climate on strategic employee behaviours. This paper presents the final assignment of the bachelor degree in psychology and is solely written by the author. The introduction part consists mainly of a screening and elaboration on prior scholar’s work. Data from five companies were gathered collectively with other students. At this place my thanks go especially to the employees of the company Nedap N.V. for participating in my research. Nedap inspired my a lot. Furthermore my thanks go to my fellow students for their efforts to find companies to participate. Abstract This paper investigates which configurations of organizational climate and organisational strategy lead to strategic employee behaviour which is crucial for organizations to reach their goals. Based on literature research and empirical research in five companies in the technical sector in the area...
Words: 10942 - Pages: 44
...Climate Essay Jamieca Jefferson HCS/131 Cheryl Gates 4/12/2016 Climate Essay Listening is a vital part of workplace communication. There is a difference between active listening and non-active listening. Being an active listener means to take interest in both the speaker and the message. Active listening is an important tool used in the workplace to build bonds with coworkers, increase productivity, settle disagreements, boost confidence, and help improve accuracy. Active listening also helps to improve the climate in the workplace. Supportive and defensive climates help to improve employee interaction in the workplace. When actively listening, and utilizing supportive and defensive climates, the workplace can be a more relaxed environment. Active listening promotes respect and trust among coworkers, whom are usually the sender and receiver within the conversation. For example, by effectively communicating with a coworker, you are building trust and understanding, which lets the coworker know that they can always come back and talk to you. Productivity is increased when coworkers use active listening to address problems. For example, if a coworker is struggling in an area that is my strength, I would hear them out and offer advice to help them improve. Active listening helps both parties to keep a “cooler head” when settling disagreements. For example, active listening can help tremendously when two coworkers are not seeing eye to eye, by allowing them...
Words: 934 - Pages: 4
...Green climate fund frauds and corruption 1.0 Introduction Climate change especially global warming has been a heated issue these years. There are more and more countries, organizations and people caring about the global climate. And there are more and more organizations and fuds whose purpose is related to climate emerging, in order to counter climate change. In 2010, the United Nations Framework Convention on Climate Change set up the Green Climate Fund at the Conference of the Parties 16. The purpose of the Green Climate Fund is to provide help and support for developing countries to reduce the emissions of greenhouse gas. However there are many disputes about the Green Climate Fund also, one of which is that the Green Climate Fund exists risks of fraud and corruption. The purpose of this report is to have a better understanding of Green Climate Fund fraud and corruption by analyzing the factors causing fraud and corruption and the measures to eliminate fraud and corruption. This report consists of four sections. The first section is the brief introduction of Green Climate Fund. The second section is the analysis of Green Climate Fund fraud and corruption. The third section is how to prevent this kind of fraud and corruption. And the last section is the conclusion. 2.0 The factors causing Green Climate Fraud and corruption At the Conference of Parties 16 in 2010, decision 1/CP. 16 established the Green Climate Fund. The Green Climate Fund as an operating...
Words: 2266 - Pages: 10
...About Carbon Trust The 2008 Climate Change Act made Britain the first country in the world to set legally binding ‘carbon budgets’, aiming to cut UK emissions by at least 80% by 2050. To achieve these ambitious targets, widespread action is needed right now. The Carbon Trust is a not-for-profit company with the mission to accelerate the move to a low carbon economy. We provide specialist support to help business and the public sector cut carbon emissions, save energy and commercialise low carbon technologies. By stimulating low carbon action we contribute to key UK goals of lower carbon emissions, the development of low carbon businesses, increased energy security and associated jobs. What we do We provide specialist support to business and the public sector to help cut carbon emissions, save energy and commercialise low carbon technologies. We take a practical approach – always looking for where we can make the maximum impact and deliver the most value to our customers. Our work focuses on two main areas: We cut carbon emissions now * By providing specialist advice and finance to help organisations cut carbon * By setting standards for carbon reduction Online training: Cut Carbon, Cut Costs tool- Specialist Advice The Cut Carbon, Cut Costs training tool will give you an introduction to energy saving and help you create a personalised action plan for your site. This energy management training tool will help you create a personalised action plan, estimating...
Words: 753 - Pages: 4
...Associate Level Material Appendix F Academic Honesty Articles Worksheet Resource: University Library Find at least two articles on the subject of academic honesty in the University Library. Complete the chart below. Article 1 Article 2 What keyword search did you use to find the article? Academic * Honesty Boolean phrase Academic * Honesty Find all my search items. In which database did you locate the article? EBSCO Specialized Search Education Research Complete EBSCO What is the title of the article? Honesty and Heroes: A Positive Psychology View of Heroism and Academic Honesty. Full Text Available Utilizing a Culture of Trust to Promote Academic Integrity Who is the author or authors? By: Staats, Sara; Hupp, Julie M.; Hagley, Anna M. Journal of Psychology. Jul2008, Vol. 142 Issue 4, p357-372. 16p. 2 Charts, 5 Graphs. Robyn Hulsart Victoria McCarthy When was the article published? Final version accepted September 4, 2007 By: Hulsart, Robyn; McCarthy, Victoria. Journal of Continuing Higher Education. May-Jul2011, Vol. 59 Issue 2, p92-96. 5p. DOI: 10.1080/07377363.2011.568827. Was the article peer reviewed? Yes Yes Outline three major points the author made in the article. Honesty and Heroes: A Positive Psychology 1. The study in both experiment 1 and 2 that Academic Heroes were less likely to report cheating in themselves or others. Where as nonacademic heroes ( people more inclined to cheat ) were found to report a higher...
Words: 1411 - Pages: 6
...“Merchants of Doubt” is a powerful book exposing the “experts” who tried on ideological reasons to undermine trust in the science base for regulation. Three of these “experts” happened to be all physicists: Bill Nierenberg, Fred Sietz and Fred Singer. Nierenberg and Seitz worked on the atomic bombs. They were also involved on topics like acid rain, tobacco smoking, global warming and pesticides. The book claims that these scientists challenged and diluted the scientific consensus in various fields including: dangers of smoking, the ozone layer, effects of acid rain and climate change. The evidence is there. Smoking does kill. Acid rain is caused by pollution. The glaciers are melting and the seas are rising due to the effects of greenhouse gases in the atmosphere. I am not shocked that many scientists and tobacco companies have lied to us over the years about their products and their effects. I can remember less than 5 years ago, reading a magazine with that had a Newport cigarette ad. The ad had a...
Words: 603 - Pages: 3
...1.0 Introduction Leadership can be defined as the process in which leaders influence their followers to achieve predefined organisational goals (Yukl, 2010). A leader is a person who the subordinates look up to for advices, guidance and also to make decisions which will benefit not only the ones directly involved, but everybody else as well. A leader is an important figure in an organisation because the way the subordinates perform will be the reflection of their leader’s calibre. Therefore, to ensure employees and other staff members to behave and comply with business ethics, the leader must set a good example to them by being ethical. This can also be known as ethical leadership. Brown, Trevino & Harrison (2005) has defined ethical leadership as it being the demonstration of normatively appropriate conduct, shown through personal actions and interpersonal relationships and also the promotion of those conduct to the followers via a two-way communication, reinforcement and decision making. With that definition, it can be said that leaders play a very important role in ensuring that their subordinates behave and act ethically because they are their role model and whatever they do or say are being watched by their subordinates, whether they are aware of it or not. Subordinates, employees, they all watch how their leader acts and react both consciously and unconsciously (Huhtala, Kangas, Lamsa & Feldt, 2011), thus picking up habits and also making their leaders’ actions into...
Words: 5500 - Pages: 22
...Safety Climate Analysis at Power Station Basel Marhoon - University of Bahrain 2016 Safety is the main important issue for all worker in the industrial sector. Safety contain many subjects, safety culture and safety climate are one of those subjects and they are concepts that today considered as one of the main concern across the industrial sector. As simple definition, the safety culture is “Making sure people are not harmed is how we do things here”. This work evaluate the safety climate as it is reflection for the safety culture and easier to evaluate. The evaluation done for private power companies located in Bahrain. First plant (plant A) is for power generation, second plant (plant B) is for power generation and water production. Both plants are belong to the same mother company. The evaluation done through questionnaire including all the staff (around 200). The questionnaire designed by the help of the health and safety department of the mother company. Also, by interviews that used to support the questionnaire. Analysis has been done by different statistical methods using Microsoft excel software. The results of safety climate evaluation showed that the overall level of safety for is above average (3.72 of 5). In addition, the safety level for plant A (3.93) is higher than plant B (3.49). By studying the safety level for different departments, four groups were identified, which are: 1) Plant A daytime workers, 2) Plant A shift workers, 3) Plant B daytime workers...
Words: 3767 - Pages: 16
